Bug Report! Issue 2

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ISSUE 02

Bug Report! is a zine about our experiences as tech
workers in a deeply broken industry.

* * *

As we were putting together this issue, Amazon announced it was canceling
its plans for HQ2 in NYC. It was a victory for the Scamazon Coalition of
local residents, community groups, students, unions, and grassroots orga¬
nizers who had protested the HQ2 deal for months. They objected to the
incentives and exemptions that let Amazon get away with not contributing
any taxes that could fund schools, housing, and transit, while Jeff Bezos is
the richest person in the world. The company also admitted that it wouldn’t
remain neutral in response to unionization efforts.

We were inspired to hear tech workers were part of this struggle too. In
December, fulfillment center workers called attention to unsafe conditions
and being “treated like animals” at Amazon warehouses. Many showed up
to a January city hearing to protest the terms of the HQ2 deal. Over 600
tech workers signed a petition, “No Work for Amazon New York,” pledging
not to work for Amazon if they opened HQ2 in Queens.

Since then, Governor Andrew Cuomo has revealed himself as the bootlick¬
er he is. He’s made private calls to Amazon execs suggesting he could by¬
pass the opposition and pledging to fast-track state approval for HQ2. He’s
accused opponents of being “anti-business,” when in fact, what they wanted
was a deal that didn’t throw New Yorkers under the bus.

No one likes a bootlicker. Sadly, like roaches, they’re everywhere: they’re
the politicians, executives, and “thought leaders” who serve the interests of
money and power. As with other bugs in the system, we’ll do our part to
report them, but the fix will be up to us all...

April 2019

2

CONTENTS

Innovate and Break Things. 4

Queer Dissonance: On Lesbians Who Tech 6

Robots Against Climate Change 12

Follow Me on Licked In.17

The Process.18

There's No Such Thing As Magic 20

MadLibs Offer Letter... 21

3

Innovate and Break Things:

A Real Startup Story

Does this integrate with social media platforms? Most of our leads
come through Facebook and we’d like to grow our platform on Instagram.

I stare absently at the email for a good three or four minutes. A few
random key taps make it look like I’m hard at work. The question wasn’t
difficult; in fact it came every day. That’s the thing though. Flymanage’s
website proclaims prominently on the front page that it integrates with just
about every social media platform. That’s the point of it actually. I think.

Certainly! I answer with all too much enthusiasm. Flymanage connects
to Facebook , Twitter ; Instagram , Snapchat , Reddit, Tumblr! If you have any
other questions I would be more than happy to answer them!

That was a lie. In fact it was two. The last thing in the world I wanted
was to answer more obvious questions. On that front, though, I was com¬
forted by the fact that at least I was getting paid.

manage, wtf

integrate everything

To be honest, only Facebook integration really works. Most of the time.
I haven’t actually used it, so I can’t say for sure, but based on the volume
of customer complaints we receive to the sales email the platform is pretty
broken. I brought this up with Zhang, the CTO, once. He just told me to
forward technical issues to him. Bryce, the CEO and other employee, over¬
heard and just said “sometimes you’ve got to build fast to build big.” I had
no clue what he meant.

I finished up several other sales emails. Mostly the same nature. I then
shifted gears over to the website. I was supposed to be building a new fea¬
ture into the web store. We were going to be releasing a Premium edition.
Something about more contacts and hits. Twice the monthly price.

4

I took a moment to compose myself before opening The File. That
thing was going to haunt me for the rest of my life, I knew it. I’d taken the
job right after starting college since they wanted a fresh face they could
underpay to do the work they didn’t want to do. When Bryce heard I was
taking an introductory web programming course his eyes glowed. “It’ll be a
personal pivot!” he proclaimed as he tasked me with maintaining the entire
e-commerce platform.

All I really knew about web development was that this file was a mon¬
strosity. Your entire back-end code wasn’t supposed to be a single 10,000
line script with no comments. I think they had hired an overworked and
underpaid remote Indian contractor to build it. Held together by scotch
tape would have been a compliment. Somehow I’m supposed to make
changes to it without breaking everything. About a month in I don’t think
I’ve made any progress. Yesterday I spent four hours figuring out how an
order gets sent to the credit card processor using three separate functions
scattered throughout.

Your entire back-end code wasn't supposed to be
a single 10,000 line script with no comments.

I spend the rest of the day doing much of the same. Create a fake order
on the website’s development mirror. Add a line in some other random
place to see if it adds something helpful to the log telling me the order
things run in. Run. Rinse. Repeat.

A bit before I’m due to leave, Bryce strolls over to my desk, tucked in
the back of our section in the coworking space. “Hey, do you have any expe¬
rience writing web ads? I’d love to increase your deliverables.”

I’m silent. It can’t be too hard can it? Maybe it will get me out of this
for a bit. I nod. Something to work on tomorrow.

Half an hour later I’m on the bus home. An older woman sits next to
me and strikes up a conversation, something that never happens in this
city. She seems friendly though, and its a nice release from being plugged
into the computer all day.

Inevitably, she asks what I do for work. I freeze up. To be honest I don’t
really know. I think about what Bryce would say if I asked for a job descrip¬
tion. Channeling him, I can think of only one word. “I innovate.”

5

Queer Dissonance:

Reflections on Lesbians Who Tech

Carmen (not her real name) came back from the Lesbians Who Tech 2oig
conference this year with lots of interesting stories . We recorded ourselves
chatting about it - Spruce Lee .

The tagline on the Lesbians Who Tech website is “Queer, Inclusive,
Badass.” Their stated goals are visibility, recruitment of lesbians and
women into tech, and connecting tech workers to organizations doing
LGBTQ community work. Let’s start with what it was like the first
time you attended that conference in 2018.

I was resistant to going for a long time. They’re very attached to the
“Lesbians Who Tech” brand but have been trying to be more inclusive. It’s a
conference for queer women and allies in tech, but I think there’s erasure of
queer women who are not lesbians in their framing. It’s also pretty expen¬
sive. I ended up going because I was able to get work to pay part of the cost.

This San Francisco conference, their flagship event, is in the Castro.

It’s not at a conference center. The logistics were terribly organized. Also,

I believe Lesbians Who Tech is a for-profit corporation [Note: it’s a trade¬
mark of Start Somewhere, LLC]. That didn’t really surprise me, knowing
that the regular ticket price is now $550 and yet it’s not even in real venues.
Last year, I was not able to get into all the talks because the Castro theater
doesn’t seat anywhere near all the people who have tickets. They also have
breakouts in smaller venues which are basically bars around the neighbor¬
hood. So it’s also not inclusive to people who are under 21.

They sell more tickets than they have space to accommodate. It’s got
this social good branding, but on the other hand, it’s making a living for the
people who run it. The moment that got me started thinking about this in
the 2018 conference was when I went to this talk by a military veteran. She
started out talking about her experiences being deployed and being pinned
down in the dark and wondering if you’re going to die, if you’re going to
be hit by a missile strike. And then she transitioned into talking about how
Patriot missiles are saving us all, and that’s why you should come work at
Raytheon, where they develop those things. And this is in the main Castro
theater with the conference slogan on the marquee and I’m thinking, “uh

6

okay, I learned about how Patriot missiles are queer, inclusive, and ba¬
dass?!” It was just such a cognitive dissonance.

It was an example of how there’s this very radical framing, but how
radical can you be when you’re there trying to make your employer look
good and that’s what your task is? I think of the commodification of iden¬
tity and having to package and sell yourself as the “diverse worker” to be
able to get your job, and the price is you have to turn around and talk about
how great your employer is.

Do you think other people who attended that year had a similar reac¬
tion?

I feel like a lot of people accept what it is at face value or look at it as a
place to socialize. There is really good representation there, because they
have quotas for their speakers. So there were more Black women there
than I’ve seen total in any tech spaces otherwise, and a lot of diversity in
the speaker lineup.

I felt this big tension realizing that diversity and inclusion in tech is
its own whole industry. It’s this for-profit company and then there’s all
these non-profits that are also doing stuff there, where they’re employing
people and it’s their jobs, and then all the diversity and inclusion HR people

Patriot missiles made by Raytheon:
queer, inclusive, badass?

X

\tf ** f A. f]

lifififer'' £ r* v.^BSl

7

typically within companies that are doing this. The part I find discouraging
is, can we really say we don’t want companies doing it? What’s the alterna¬
tive?

Because NOT doing it is definitely worse, right?

How can we even envision an actual equitable workplace, where it’s
not just controlled by corporate branding and HR? That first year, they had
the head of branding for Uber being interviewed on stage. It was a Black
woman at the time and she said something about how “we look at all of
our employees as family” and someone in the audience shouted out, “does
that include drivers?” That was great, but then there was this debate on the
conference app about whether that was okay because of her identity. And
that brought up for me how marginalized people are used as shields. Some
company hires a Black woman to be their brand director because then oth¬
er people who are marginalized don’t feel like they can criticize; they don’t
want to challenge her. So then how do you challenge the company?

Something I’ve noticed is a shift from the language of diversity to
equity. I wonder how meaningful that shift is?

At my workplace it’s still often talked about more as inclusion. Diver¬
sity is just who’s there and inclusion is, as they told me at work, being able
to bring your whole self into the workplace and feel included. That’s an
interesting way to think about it, because when you bring your whole self
into the workplace, the workplace can also extend into your whole self.

But sometimes some aspects of marginalized identity that are not socially
appropriate can also provide a space that’s separate from work in a positive
way that naturally resists that assimilation.

Once you bring that into work, that identity can be packaged up and
sold back to you. In Seattle, your position in the Pride parade depends on
how much money you donate. For example, Uber is always in the first 10
floats because they’re a top level sponsor. They donate a lot of money, but
does that mean anything about what it’s like for LGBTQ employees at Uber
or any other kind of equity there?

The theme of Pride this year is the 50th anniversary of Stonewall. I’m
thinking about Uber and other companies out there commemorating when
people threw rocks at cops! It’s been so co-opted and branded that you can

8

even talk about Stonewall in a corporate friendly way. It’s shocking. Equity
is still in that phase where it can be interesting but it’s starting to get talked
about more by the corporate side of things. They don’t want to let anything
be driven by workers, right? It’s always, “if you have problems, you should
go talk to HR.” LGBTQ employees groups are really ways of the company
trying to take any worker agitation and turn it into something they can
control.

Lady capitalism is still capitalism.

Companies are trying to stop people from doing things like what
happened at Google 2 or 3 years ago: someone started a spreadsheet where
people were sharing their salaries and demographic information. The most
basic form of equity is figuring out if there’s pay equity. And that’s a big
question people from marginalized groups have, even if you’re not under¬
represented. I wonder if my coworkers who are on work visas are getting
paid as much. They’re way more dependent on having that job than I am.
Three-quarters of my teammates and my manager and his manager are
Chinese, so it’s not a lack of representation, but there can still be discrimi¬
nation and a lack of power.

The 6th Annual Summit for Lesbians Who Tech 2019 just took place,
Feb 28th to Mar 2nd. How did that compare to last year’s?

I didn’t try to go to as many talks. I was doing other stuff, being there
more in a work capacity. But there were still so many interesting experienc¬
es. One talk was about AI and data ethics. There was a quick mention of “of
course we need to put people over profits.” You know, of course, but where
is anyone holding you to that?

There was a great talk by someone involved in the Google walkout.
Immediately after them was a manager from Google, talking about running
good teams. She got up there and started with “oh yeah I supported the
walkout and I just want you to know it’s not just non-managers; managers
supported it too.” [Laughs] Like, you couldn’t even talk about something
that brought up the potential conflict between workers and management
without trying to calm that down and saying, “oh you know, managers are
on your side too, we cared about this too.” Lady capitalism is still capitalism.

9

My favorite talk was about resisting the use of data as a colonial tool
of surveillance. The speaker was someone who hadn’t spoken before;
they were a non-binary Black person and I liked how anti-corporate it
was. I ended up running into the speaker in the bathroom afterwards. I
complimented them on how much I liked their talk and I mentioned how
people at big tech companies have been fighting how their employers are
using technology for surveillance. Like, this was a gross bar bathroom, it
was so gross I decided not to use the bathroom and that’s when I started
talking to them because it was so disgusting and it didn’t have a door—and
right outside in the hallway, someone interjected, “oh yeah this is a super
important conversation and I want to put you on the main stage at the New
York conference.” This was the CEO of Lesbians Who Tech who happened
to be having her picture taken against the wall outside the bathroom! The
conference seemed so opposed to this speaker’s message, but that the CEO
was out there saying I want to give you an even bigger audience, and really
leaning into that seemed like such a tension to me. I didn’t really know
what to think of that.

Gay Shame, which has been around a long time and does what I would
call radical queer agitation, made a post on Facebook: Lesbians Who
Tech + Allies is not only sponsored by every horrid corporation, its
[sp] also openly sponsored by the CIA (yes, the same CIA that has tried
to overthrow every revolution in the global south) If you are speaking
or attending this ish, you are co-signing this .... Do you think that’s
fair?

Yeah, I’m really glad to see that critique. I’d rather see that than the
“queers hate techies” stickers. In some ways, we’re gentrifying ourselves
too, right? As certain subgroups get more opportunity to assimilate into
the mainstream, like when I talk to gay men in tech in Seattle, they don’t
exactly feel very marginalized. They have a lot of money.

What should we be doing to defend our communities? Is it enough to
be trying to get tech to be more demographically equitable? Does that ac¬
tually end exploitation? No. Getting a few more people into the positions of
wealth and power or into management certainly don’t help, even if they’re
doing a little bit of advocacy for people like them. They got there, within the
system as it is, and they profited by it. I do question how much I profit from
that.

10

Let’s go back to the “queers hate techies” thing. Gay Shame definitely
perpetuates the idea that these are non-overlapping groups. There’s
no understanding that there’s an awful lot of queer-identified people
who work in tech.

There’s something I see when I participate in LGBTQ events in my
workplace. People who aren’t men usually talk about how they don’t really
feel like they’re included. And the other people who don’t feel like they’re
included are Asian men who are immigrants, who don’t fit into gay male
Western culture. People who are immigrants or working in the U.S. tempo¬
rarily may not be out to their families back home or anybody back home,
and not necessarily out in the workplace either. And it’s just a really isolat¬
ing experience. The homonormativity of the club scene in Seattle is really
not a safe place for these guys.

I’m not really sure who the queers are who hate techies. I know a lot of
trans women who work in tech, and that may be because as children, they
were encouraged more to be in tech, when people thought they were boys.
Trans folks and trans women have been the most militant and radical in the

Continued on p.14

11

This one goes out to all the techies planning to “save the world” from
climate change with purely technical, capitalist solutions! Here are some
ideas of ~*i/.ntapp&d markets*~ to ~ H vterwp-t*~ climate change!

Mtxy uou
WyVnmq wifh Iase ^

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workplace because there’s still obvious gaps where employers are not living
up to what they’re supposed to. For other people, it’s subtle discrimina¬
tion or pay inequity. But for trans people, they find there’s only one single
stall all-gender restroom at work and it’s on the first floor. Or there’s not
a trans-inclusive health care plan. There’s changes that companies need to
make that actually cost them money, whereas it doesn’t cost any money to
say you’re an inclusive workplace.

In the early 80s, 34% of CS graduates were women
and a lot of programmers were women. What also
happened in the 80s was the beginning of the con¬
struction of geek masculinity, and there's a direct
line from there to James Damore.

I wonder how much diversity and inclusion are being driven by the
high demand for tech labor.

As more women enter an industry, the pay goes down on average. So
I don’t understand why they haven’t been successful getting more wom¬
en into tech! They’d have a larger pool of workers. They could pay people
less! (And they do pay us less. I’ve found out I was getting paid less than
my male coworkers; I’ve gotten hired at a level lower than I should have.)
Maybe the answer is that people’s ingrained sexism is too powerful for that
financial need to overcome. Or maybe it’s that the system of patriarchy is
overall more beneficial to capitalism.

There’s tons of ways you’d think inclusion should be profitable, so why
hasn’t the needle moved? It’s been the same percentage of women in the
tech industry for quite a while. And then they say, “oh we’re finally going
to try to get some women into this traditionally masculine industry” as if it
wasn’t a systematic exclusion. In the early 80s, 34% of CS graduates were
women [https://tinyurl.com/WomenCSMajors] and a lot of programmers
were women. What also happened in the 80s was the beginning of the con¬
struction of geek masculinity, and there’s a direct line from there to James
Damore [who wrote the infamous Google anti-diversity memo]. The 80s
were when this narrative arose about political correctness and diversity as
some authoritarian feminist plot and these brave rebels who were against
it. I mean, who’s the villain in Ghostbusters? It’s an EPA official. He’s the

14

main antagonist, other than the ghosts, trying to shut down these entre¬
preneurs trying to run their business, after there’s the whole scene at the
beginning where one of them who works at a university is sexually harass¬
ing his student.

The 80s created this fake narrative about feminized authority figures
shutting down all the fun of these brilliant rebellious male geniuses. And
you can still see that today in the pushback against diversity. When we give
this over to HR and company executives, when it comes from them and not
from the demands of workers, it actually cedes the moral high ground to
these guys. Because they get to be the rebels against the evil empire that’s
putting in affirmative action and not meritocracy.

So how was Lesbians Who Tech in terms of fulfilling your work re¬
sponsibilities?

This year, I went more with the purpose of trying to recruit there.
That’s always really demoralizing. I don’t want to go back again with that
as my goal. The disparity between who you meet at these conferences
focused on marginalized identities and who your boss wants to hire is so
big. My managers have usually not understood how narrow it is, what
we’re looking for. And that’s not about someone’s skills so much as it’s this
prototype of what we think we need. It’s this big gap at the beginning of
the pipeline. If you don’t take people who aren’t mid-level, you’re cutting
off people, especially people who started their first job and didn’t like it.
And that’s an extra reason that women, who are more likely to face sexual
harassment, leave the industry. Nobody wants you when you’re 1 year out
of school, right? They want you when you’ve got 5 years of experience but
what if your boss is terrible and you’ve worked there for 1 year and you’re
not going to make it 5 years?

And that’s stuff that can’t come through in resumes and interviews.
There’s no way to actually tell that story.

People wonder, why am I not seeing the resumes of more diverse
candidates? It’s like, are you sure that the hiring bar isn’t just a fence that
keeps certain people out? It’s not “lowering the bar” if you’re reconsider¬
ing whether how you’re ranking people actually relates at all to how well
they’re going to do their job.

15

There’s a survivorship bias, when people talk about women in
tech. Men in management ask me “what should I be doing to hire more
women?” I can only speak for me, and I’ve been pretty successful in a
male-dominated workplace and I’m comfortable there. They really should
be asking other people who’ve quit! There’s also extra challenges for people
who are multiply marginalized, people who might be misgendered in the
interview.

There’s just a lot of weird stuff about being a woman in tech that I
don’t even think about much anymore because it’s just the way that it is. I
used to go to more meetups and tech talks and I would always make a point
of wearing nerdy t-shirts and not dressing too feminine, because I wanted
people to know that I was there for the talk, and not, you know, the recep¬
tionist!

That’s awful.

You know the Zuckerberg thing of like, I’m going to wear a hoodie to
this important meeting because I’m so important that you just have to deal
with it? Like dressing down is a status symbol? That also applies to fem¬
ininity: it’s a status symbol in the tech world as a woman to be less femi¬
nine. The most feminine woman I’ve interacted with at my current job was
an executive assistant who I saw wearing thigh high stiletto boots at work
once. I have never seen an engineer dressed like that.

Are you going to go next year?

I don’t know. Maybe if I can come up with how I could use that space
to make something interesting. The evening events are shitty. So putting on
alternative events outside the main programming, maybe? A social or an
evening event related to both the topic of the conference and worker power
in the tech industry? Maybe that’s what I’d rather do next year, just go there
but don’t even go to the conference.

You could organize your own counter-conference!

Yeah, just meet up with coworkers outside and at “counter events”
that are free and open to everyone. I’d like to see people do that for lots of
conferences, not just Lesbians Who Tech.

16

Follow Me on Lickedln

Brad Smith

25 Microsoft

President and CLO at Microsoft Corporation

a*. Columbia Law School

Greater Seattle Area

See contact info

Experience

Weaponizing Technology

Publicly defended Microsoft's $479 million contract with the U.S. Army.
Employees working on HoloLens make lethal weapons now.

Turning a Blind Eye to Separating Children from their Families

Side-stepped demands from employees to cancel $19.4 million con¬
tract providing cloud-computing services to Immigration and Customs
Enforcement (ICE).

Cashing in on Human Rights Abuses

Collaboration on Al and facial recognition with National University of
Defense Technology in China to aid government surveillance, incarcera¬
tion, and "re-education" of Chinese Muslim populations.

Skills 84 Endorsements

Licking Boots 1286S
Counting Money 8876
Oinking 8875
War Profiteering • 5001

Ignoring Staff Demands • 4987
Being Satya's Yes Man • 4859
Good Taste in Sweaters • 3
Humanity 0

17

The Process

by Franz K.

K. hit “submit”, waited for the acknowledgement, and then did a long
stretch. It was 1:40 am and she had been working on this for a ridiculously
long while: the job application website that wouldn’t work until she had
re-enabled third-party cookies and disabled her adblocker, the jumble of
third-party recruiting-software web integrations, the times she got booted
out of the pipe and had to start anew with a new login, the password spec
requiring a minimum of two special characters (but not “?” or those
were forbidden), the garbage produced by the automatic parsing of her re¬
sume, the following page that had completely forgotten all her information
and demanded she retype it, the multiple image captchas that assured some
faraway robot that it wasn’t dealing with another robot, and finally the 404
that made her lose all her progress and have to start up again in a different
browser... but finally all that was past now.

Her resume was in and she had an email confirmation to prove it!

As she cracked her knuckles over her head, basking in a bit of tiny tempo¬
rary accomplishment, she reflected on the past four months - the count¬
less times she had submitted her resume, the black hole her applications
seemed to always fall into, the recruiters who were raving fans one day
and forever forgot her thereafter, the form-letter rejection responses - but
finally this time she had landed it - a job description that so closely matched
her background and skills that it seemed to have been written just for her -
a perfect match!

And before she had even finished cracking her knuckles, another email
appeared in her inbox. She read it without taking a breath: for the position
she had just applied to five minutes ago! And it was a ... rejection.

How, so quickly, in the middle of the night? It made no sense. And it stung
more than usual, even after all these months of getting inured to rejection.
She had been so sure this was a good fit, and yet she apparently couldn’t
even get through the very first screening level.

18

“It’s quite easy to explain,” said Disruptor. K. wheeled around, not expecting
another person in her room, but recognized Disruptor immediately, despite
never having seen him before. Disruptor was the ruthless supernatural
lord of the tech job world. Despite his terrific power, he enjoyed doling out
(mostly unsolicited) advice to all those he came across.

“You are wondering why your application wasn’t successful, mortal,” he
said. “The job application process is supremely efficient. Indeed, so efficient
that one can scarcely imagine it. Through a series of tubes, every applica¬
tion is carried along to the very best opening for it. Likewise, every opening
travels to find the very best applicant, all managed by the great Invisible
Hand Of Tech.”

“But my application...” began K. Disruptor loudly interjected: “Let us not
worry about your insignificant application! The point is that the system
is supremely efficient. Who are you to question this vast, sophisticated,
perfect machine?”

“But I’m a perfect fit for this job description - shouldn’t I at least get an
interview?”

“The System has ruled, and it knows best,” said Disruptor. He began to
vanish, parting with the final words: “Get a job, hippie!”

19

There's No Such Thing as Magic

Every place I’ve worked, some ridiculous manager takes visitors
around to the tech teams, gestures grandly at the cubicles and
whiteboards, and declares,

"... and tlais is w here the magic laappens!”

Um, no.

Features aren’t built by waving a wand. Bugs aren’t fixed by
casting a spell. Machines aren’t deployed at the snap of a finger.
All of these things are the result of people expending time and
energy to do careful, meticulous work.

“Magic” sounds like a compliment, but what they’re really saying
is, “I don’t have to care about what actually goes into making
projects happen. I can just expect the impossible.” Meanwhile,
we’re the ones stuck working crazy hours.

Next time someone calls what you do magic, smile and say:

“Only little kids believe in magic.
Here, it’s just hard work.”

20

MAP-UBS

0. Person in the room:_

1. /Adjective:_

2. Noun:_

Now go to namelix.com & enter that noun:_

3. White man over 35:_

4. Verb (ending in -s):_

5. Noun:_

6. Number:_

7. Verb:_

8. Plural noun:_

9. Someone paid more than you:_

10. Transitive verb:_

11. Number:_

12. Plural noun:_

13. Food item:_

14. Substance associated with toxic masculinity:

15. Verb (ending in -ing):_

16. Number:_

17. Friendly gesture:_

(18. Noun from #12):_

(19. Namelix'd noun from #2):_

21

M AD - LIBS: offer letter

Dear

PERSON IN ROOM

We are to offer you a full time Engineering job at

ADJECTIVE NOUN, ENTERED INTO NAMELIX.COM

(the "Company"). You will report to_. You will contribute to

WHITE MAN OVER 35

our mission to change how' the world . while making our

VERB ENDING IN -S

founders and VCs rich as

lives of

NUMBER

people.

NOUN

. You will have a lasting impact on the

By signing this letter, you agree to the following:

• We own everything you do, even when you_

• Everything is under NDA, especially regarding _

• Forced arbitration.

• If you are sexually harrassed by _

VERB

PLURAL NOUN

or any

SOMEONE PAID MORE THAN YOU

employee, we might fire them, or we might_them instead.

TRANSITIVE VERB

other

Compensation and employee benefits:

• Your salary will be 4x that of our highest paid contractor

• A signing bonus of _

NUMBER
1 Unlimited_and

PLURAL NOUN

FOOD ITEM SUBSTANCE ASSOCIATED WITH TOXIC MASCULINITY

• Mothers rooms, nap rooms, crying rooms, __rooms

• At least one bathroom per

VERB ENDING IN -ING

employees

FRIENDLY GESTURE

NUMBER

from HR in lieu of parental leave

If you're a man, feel free to call and ask for more
Everyone else, just sign below.

NOUN FROM SIGNING BONUS

We're excited to adjust you to our culture,

COMPANY NAME FROM ABOVE

22

Tech Workers Coalition @techworkersco • Mar 21

SjJ SjS SjSJjS SjJ S s s JjJJjJ Sjs SjSljS SjS
They will say our day is over, they will say our time is through
They will say you need no union if your collar isn't blue
But that's just another pack of lies the boss is telling you
For the union makes us strong!

SjS SjJ SjJSjJ SjJ SjJ SjJSjJ SjJ SjJSjS SjJ

Q 3 11 135 490

Game Workers Unite ••• @GameWorkers • Mar 18 v

We're very excited to announce the launch of our new zine, just in time for GDC!
Read it online, or print out and share with your friends and coworkers:
zines.gwumtl.com #GDC19 #GWUatGDC [1/8]

Game Workers Unite Zine - GDC 2019

Read the latest zine from Game Workers Unite!

zines.gwumtl.com

Q 1 XU 89 C? 170

Workers For Workers @workers4workers • Mar 20 v

New post #ContractWorkerStories out on #workersforworkers today! Read about
Camila and their struggle with being overworked and underpaid at @facebook:

Camila: Overworked And Underpaid

This story comes from Camila, a contingent worker at
Facebook. Their name and a few details have been
changed to protect their privacy. Hi! I’m Camila; I joine...

workersforworkers.org

Q 2 11 12 Q? 26

23

'//Tru. n l \

Next Issue: On Call... to ACTION!

We wanted to write a piece for this issue about how much we hate being
on call, but we were overwhelmed with anxiety from, uh, being on call.
However, there’s so much to say on this topic that we’re dedicating the next
issue to it!

Submit your stories about being on call:

• What can’t you do when you are on call?

• What would other industries look like if their workers were required to
be on call?

• How has being on call disrupted your personal life?

• How has your workplace normalized on call culture?

• How do people push back against invasive on call culture?

Other content about the invasive 24/7 aspects of tech work would fit too.

Stories are ideally -1000 words. Creative features and artwork are wel¬
come.

Deadline: August 1st, 2019

WRITE US!

bugreportzine@protonmail.com
Stalk us on Instagram:

@bugreportzine
Check out our fancy website:

https://bugreportzine.noblogs.org